About Sam Holland

Another holiday season is in full swing! Every day we work hard to find jobs for top talent across the U.S. and at the holidays this mission becomes even more important to us. Tens of thousands of temporary jobs are added to the economy during the 4th quarter and for many people, these jobs are a necessity. Holiday jobs range from retail positions to warehouse and distribution roles. For example, last year Macy’s added 83,000 temporary staffers to their team, while companies like Kohl’s and Target added 50,00 and 70,000 respectively. And last year shipping companies added a combined total of an additional 115,000 temporary workers to help deliver millions of parcels. In fact, 73 million parcels were shipped in just one day in 2013! Without the effort of all these temporary workers, the holidays would not be able to run.

To show you how the busiest time of the year creates an opportunity for important, meaningful work, we put together this short video. Watch our video now:

Happy holidays from all of your friends at Adecco!

Many people aren’t aware of it, but Adecco actually offers a program where we have a dedicated resource sit on location at your organization to manage all of your temporary workforce needs. It’s a solution that takes the burden off of you and your team, allowing them to focus on their main tasks while we partner with you to build a great staffing program.

Here are the top five reasons to engage with an Onsite Program:

1. Recruiting

We recruit and source the top talent your organization needs—sounds simple, but it covers a lot. The Onsite Manager from Adecco handles every stage of the recruiting process. This person is solely focused on finding candidates with the right skill sets. Since our standardized vetting process is so in-depth and includes things like background and drug tests as well as skills and personality assessments, we’re able to deliver a higher caliber of employee.

2. Retention

Searching for the right candidates helps provide insight into what their needs are so that we can continue to keep them engaged with their work. Companies that have high employee morale also have employees who are 22% more productive. Several ways we address this are:

A well-defined onboarding system

One point of contact: we handle everything for our onsite associates and they can come to us directly

A rewards program

Administering necessary training

We’re committed to providing a positive experience to our associates, and that’s one of the things that keeps them coming back.

The field of supply chain and logistics is exploding at a rapid pace.

45% of companies view their supply chain management as a strategic asset and, of that group, 70% see higher, better performance in their business. More and more organizations are quickly realizing the value of implementing robust teams to focus on the transportation and storage of their goods. Not only can a top supply chain team make an organization run more efficiently, it can also provide significant bottom-line savings.

Three major themes in the world of supply chain logistics are cost reduction, technology, and opportunity for growth–and they all go hand-in-hand. While cost reduction is a major supply chain trend so is maximizing the profitability of the supply chain which includes implementing new technology (RFID tracking systems, process automation tools, etc.) and better efficiency across the board. Other cost-saving methods include reducing carbon dioxide emissions. Many organizations are kicking these efforts off by hiring logisticians to audit their business to see where pain points and weaknesses exist and removing those barriers to save money. Read more »

It’s an interesting time to work in the human capital industry. Many factors are affecting how companies can attract, retain, and nurture talent, including things like aging baby boomers, social media, and government legislation. Read on to learn what human capital trends will dominate the industry in 2014.

Baby Boomers and Millennials

As Baby Boomers begin their exodus from the workforce, the next largest group (even larger than the baby boomers) is Millennials and, if organizations want to succeed, that means that they need to develop ways to entice the younger generation to work–and stay–at their company.

Part of attracting the Millennial group means addressing their concerns. If you’re in a hiring manager, human resources, or talent acquisition role, be prepared to talk about job growth opportunities, benefits (ie, with rising cost of education, does your organization offer tuition reimbursement?) and unemployment, to name a few. With 92% of companies using social media for recruiting, hiring managers will need to reach out to this group proactively. And, of course, as Baby Boomers leave a gap in the market for Millennials to fill, healthcare, and legal compliance issues will continue to be driving forces for change in human resources departments across the country.

While the mortgage and banking industry is improving, it’s still pretty unpredictable. One minute economists are saying we’ll see a growing demand for mortgage and banking jobs, and the next they tell us the opposite. We’ve identified several workforce trends to help you navigate your way through this sector despite the industry turmoil.